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KulturNest e.V. - Gender Equality Plan

Women-Majority NGO - Inclusive Approach

Context: KulturNest operates within Studios ID Collective, an international community of 80 artists and makers with a strong women-majority composition, while maintaining inclusive practices for all genders.

1. Data Collection and Monitoring

Objective: Monitor gender dynamics in our work and programs despite our women-led composition.

Actions:

  • Track gender composition of program participants, workshop attendees, and beneficiaries

  • Monitor gender balance in partnerships and external collaborations

  • Document representation across different roles in projects (coordinators, facilitators, participants)

  • Review gender inclusivity in our educational materials and approaches

Focus: While our organization has a women-majority composition, we ensure equitable participation and leadership opportunities for all genders in our team and programs.

2. Training and Awareness

Objective: Maintain awareness of gender dynamics and intersectionality in our women-led context.

Actions:

  • Annual discussions on inclusive practices for diverse participants in our programs

  • Focus on intersectionality - considering how gender intersects with other identities (culture, age, neurodiversity, socioeconomic status)

  • Training on creating welcoming environments for male participants in traditionally female-dominated creative spaces

  • Share knowledge on addressing different learning styles and needs across gender spectrum

Relevance: With our women-majority composition, we are particularly attentive to ensuring all genders feel valued and have equal opportunities for participation and leadership.

3. Work-Life Balance and Organizational Culture

Objective: Maintain inclusive, flexible culture that supports all team members.

Actions:

  • Continue flexible working arrangements and project-based scheduling

  • Ensure meeting times accommodate different life circumstances

  • Share caregiving and administrative tasks equitably among team members

  • Create welcoming environment for families at organizational events when appropriate

  • Regular informal check-ins on team well-being and work-life balance

Targets: All team members feel supported in balancing work and personal commitments

4. Gender Balance in Leadership and Decision-Making

Objective: Ensure all genders have equal opportunities for leadership roles despite our women-majority composition.

Actions:

  • Actively encourage participation of all genders in leadership roles and decision-making processes

  • Ensure fair representation when selecting project coordinators and external representatives

  • Create mentorship opportunities across gender lines within our diverse community

  • Monitor that our women-majority environment doesn't inadvertently create barriers for other genders

  • Provide equal access to professional development and networking opportunities

Target: Equitable leadership opportunities based on skills and interest, not limited by gender composition patterns.

5. Gender Equality in Recruitment and Growth

Objective: Maintain inclusive recruitment practices that welcome all genders while respecting our community's current composition.

Actions:

  • Use inclusive language in all recruitment communications

  • Actively reach out to diverse networks to ensure all genders are aware of opportunities

  • Consider gender diversity when expanding team or seeking volunteers, while prioritizing qualifications

  • Ensure transparent, fair processes for all role assignments regardless of existing gender composition

  • Create welcoming environment for new team members of all genders

Target: Open, merit-based opportunities for all genders while maintaining our inclusive, women-majority community strength.

6. Integration of Gender Dimension into Educational Work

Objective: Leverage our women-led perspective to create truly inclusive educational programs.

Actions:

  • Design programs that welcome and engage participants of all genders, drawing on our experience as women

  • Address specific challenges faced by different genders in digital wellbeing (e.g., online harassment patterns, digital divide impacts)

  • Ensure "Accessible Forest" programs consider how different genders experience nature and digital detox

  • Create educational materials that represent diverse gender identities and experiences

  • Use our position as women-led organization to advocate for gender equality in partner institutions (schools, refugee centers)

Strength: Our women-majority perspective, combined with inclusive practices for all genders, enhances our ability to create truly equitable, gender-sensitive programs.

7. Safe and Respectful Environment

Objective: Maintain clear standards for respectful behavior in our small team and activities.

Actions:

  • Establish simple, clear guidelines for respectful behavior in team work and programs

  • Create informal but clear process for addressing concerns or conflicts

  • Ensure all activities (workshops, forest walks, creative sessions) are welcoming spaces

  • Connect with external support resources for participants if needed

  • Regular team check-ins on maintaining positive, respectful environment

Targets: Zero tolerance for harassment or discrimination, supportive environment for all

Implementation for Small NGO

Coordination: Dagna Gmitrowicz coordinates with input from full team in quarterly informal reviews.

Resources: Gender equality integrated into existing activities and meetings (minimal additional budget required).

Documentation: Simple annual summary of gender balance and activities, shared with team and available for funders.

Network Support: Leverage connections with ENCC, AWO, and other partners for resources and best practices.

Flexibility: Plan adapted annually based on organizational growth and changing needs.

This Gender Equality Plan recognizes KulturNest e.V.'s unique position as a women-majority organization within a diverse international creative community. We leverage our strong women-majority perspective while ensuring equitable opportunities and inclusive practices for all genders within our team and programs. Our commitment to gender equality encompasses both internal organizational practices and external program delivery - ensuring that our educational and community interventions serve all participants equitably regardless of gender identity.

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